Appendix A - Target change objectives

Overall Change Objectives

• The identification and elimination of any discrimination that may exist in employment policies of the Toronto Police Services Board (“TPSB”) and the practices of the Toronto Police Service (“TPS”) that may be contrary to the Ontario Human Rights Code.
• The identification and elimination of any discrimination that may exist in the provision of policing services by the TPS to the residents of the City of Toronto that may be contrary to the Ontario Human Rights Code.

Target Objectives

A. Recruitment, Selection, Promotion

Objectives:

• Support the ongoing efforts to recruit and hire qualified individuals reflective of the diversity in the City of Toronto with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide policing services equitably.
• Promote qualified individuals within the TPS with the goal of developing a TPS workforce that is reflective and representative, at all levels, of the diversity in the City of Toronto.

Change Initiatives to Include:

• Review of existing recruitment and hiring practices and programs.
• Evaluation of whether existing recruitment and hiring practices and programs are appropriate measures to meet the desired goal of recruiting individuals reflective of the diversity in the City of Toronto with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide policing services equitably.
• Where necessary, the further development and implementation of recruiting and hiring initiatives which will meet the desired goal of recruiting individuals reflective of the diversity in the City of Toronto with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide policing services equitably.
• Regular monitoring to assess whether recruiting and hiring initiatives are affecting the desired change/outcome. This monitoring will generally take the form of regular public reports to the TPSB by the Chief of Police. The OHRC will assess the effectiveness of this monitoring regime and make appropriate recommendations.
• Review of existing criteria, policies and practices with respect to promotion of individuals within the TPS.
• Evaluation of whether existing criteria, policies and practices with respect to promotion encourages, facilitates and provides barrier-free access to advancement within the TPS for all qualified individuals from diverse backgrounds while recognizing their race, ancestry, colour, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, same sex partnership status, family status and/or disability.
• Where necessary, the further development and implementation of initiatives that encourage, facilitate and provide barrier-free access to advancement for all qualified individuals without discrimination while recognizing their race, ancestry, colour, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, same sex partnership status, family status and/or disability from diverse backgrounds within the TPS.
• Regular monitoring to assess whether the promotional initiatives are affecting the desired change/outcome. This monitoring will generally take the form of regular public reports to the TPSB by the Chief of Police. The OHRC will assess the effectiveness of this monitoring regime and make appropriate recommendations.

B. Training

Objectives:

• TPS will continue to provide diversity training and engage in on-going professional development of all members of the Service with the goal of providing members with the skills and knowledge to provide policing services in a manner which is anti-racist, non-discriminatory, professional, respectful, tolerant, inclusive and ethno culturally sensitive.
• Training members of the TPS, to reinforce or enhance their understanding of what constitutes racially biased policing, racial profiling, racial discrimination and harassment, disability discrimination and harassment, or any other violation of the Ontario Human Rights Code.

Change Initiatives to Include:

• Review and evaluation of all current training programs, materials and curriculum, provided to both new recruits and to current members of the Service to determine whether issues of equity and diversity are being addressed sufficiently.
• Where necessary, further evaluation of these programs, materials and curriculum as to whether issues of equity and diversity are being sufficiently addressed.
• Development and implementation of training and learning programs for new recruits addressing issues of racially biased policing, racial profiling, racial discrimination and harassment, disability discrimination and harassment.
• Where necessary, further development and implementation of training and learning programs, to be provided on a regular and on-going basis, for current Service members addressing issues of racially biased policing, racial profiling, racial discrimination and harassment, disability discrimination and harassment.
• Regular monitoring of training programs to determine their effectiveness in meeting stated objectives. This monitoring will generally take the form of regular public reports to the TPSB by the Chief of Police. The OHRC will assess the effectiveness of this monitoring regime and make appropriate recommendations.

C. Accountability

Objectives:

• Specific accountability measures to ensure support for the change initiatives by all levels of management of the TPS.

Change Initiatives to Include:

• Identification by management personnel of individual goals and plans to meet the overall change objectives.
• Identification by management personnel of individual goals and plans to be met by members they supervise to meet overall change objectives.
• Development and implementation of specific, measurable and achievable performance indicators for all levels of management to measure support for, and compliance with, change initiatives.

D. Public Education

Objectives:

• To ensure that the public is aware of their rights and responsibilities when interacting with the TPS.

Change Initiatives to Include:

• Review of the TPS website to determine whether additional or further information should be posted on the site to ensure sufficient public awareness of individual rights and responsibilities.
• Consideration of the development and dissemination of a plain-language brochure containing information contained on the TPS website.